Human Resources Director

Cartamundi North America; East Longmeadow (MA); On-site; USD 140,000 - 210,000; Full time

Job summary

Cartamundi North America is seeking a strategic HR Director to act as a partner to plant leadership in a unionized manufacturing environment, shaping a forward‑looking people strategy aligned with operational priorities. The role emphasizes leadership culture transformation, organizational effectiveness, and sustainable performance.

You will coach and elevate leadership capability, collaborate with union representatives, and enable a high‑performing, engaged shopfloor culture while leading the

Qualifications

• Master’s or Bachelor’s degree in Human Resources, Business Administration, or related field.
• 10+ years of progressive HR experience, including senior strategic HR leadership in manufacturing environments
• Strong experience in union and labor relations
• Proven track record as a strategic HR business partner driving cultural and leadership transformation
• Experience coaching and influencing senior leaders in complex operational environments
• Demonstrated success in organizational change and transformation programs
• Strong analytical capabilities and experience with HR data and metrics

Responsibilities

• Act as a trusted advisor and strategic partner to plant leadership, translating business priorities into a clear people agenda
• Drive leadership culture transformation, focusing on accountability, ownership, and performance at all levels
• Provide day‑to‑day leadership, coaching, performance management, and succession planning and development for HR team members
• Coach and challenge leaders to elevate leadership effectiveness and decision making
• Lead and support organizational change and transformation initiatives, ensuring adoption and sustainability
• Manage and develop labor relations in a unionized context, ensuring constructive dialogue and compliance with collective agreements
• Foster a climate of trust, transparency, and engagement with employees and social partners
• Lead workforce planning and talent strategy, ensuring future capability and succession for key roles
• Challenge recruitment and talent decisions to raise the bar on capability and long‑term impact
• Drive organizational effectiveness and continuous improvement initiatives aligned with operational excellence (Lean mindset)
• Leverage HR data and KPIs to provide insight‑driven recommendations to leadership
• Ensure compliance with labor laws, company policies, and ethical standards

Skills

Leadership development

Strategic HR partner

Labor relations

Coaching & mentorship

Organizational transformation

Change management

Data-driven decisions

Education

Master’s or Bachelor’s degree in Human Resources or Business Administration

Tools

HR analytics

Job description

The HR Director acts as a strategic business partner and transformation leader within a unionized manufacturing environment.

The role is responsible for shaping and executing a forward-looking people strategy aligned with operational priorities, with a strong focus on leadership culture transformation, organizational effectiveness, and sustainable performance.

This position plays a critical role in coaching and challenging plant leadership, strengthening leadership capability across all levels, and enabling the shift toward a high-performance, accountable, and engaged shopfloor culture, in close collaboration with union representatives and stakeholders.

In addition, the role provides leadership to the local HR team, fostering a high-performing, customer-focused HR function through coaching, development, clear prioritization, and effective team management to ensure delivery of business and people objectives.

KEY ACCOUNTABILITIES

Act as a trusted advisor and strategic partner to plant leadership, translating business priorities into a clear people agenda

Drive leadership culture transformation, focusing on accountability, ownership, and performance at all levels

• Provide day‑to‑day leadership, coaching, performance management, and succession planning and development for HR team members

Coach and challenge leaders to elevate leadership effectiveness and decision making

Lead and support organizational change and transformation initiatives, ensuring adoption and sustainability

Manage and develop labor relations in a unionized context, ensuring constructive dialogue and compliance with collective agreements

Foster a climate of trust, transparency, and engagement with employees and social partners

Lead workforce planning and talent strategy, ensuring future capability and succession for key roles

Challenge recruitment and talent decisions to raise the bar on capability and long‑term impact

Drive organizational effectiveness and continuous improvement initiatives aligned with operational excellence (Lean mindset)

Leverage HR data and KPIs to provide insight‑driven recommendations to leadership

Ensure compliance with labor laws, company policies, and ethical standards

QUALIFICATIONS & EXPERIENCE

Master’s or Bachelor’s degree in Human Resources, Business Administration, or related field

10+ years of progressive HR experience, including senior strategic HR leadership in manufacturing environments

Strong experience in union and labor relations

Proven track record as a strategic HR business partner driving cultural and leadership transformation

Experience coaching and influencing senior leaders in complex operational environments

Demonstrated success in organizational change and transformation programs

Strong analytical capabilities and experience with HR data and metrics

KPIs

Improvement in leadership effectiveness and engagement scores

Progress on culture transformation initiatives and adoption

Stability and quality of labor relations and absence of escalations

Talent pipeline strength and succession readiness for key roles

Employee engagement and retention metrics

Delivery of HR initiatives aligned with business priorities

CORE COMPETENCIES

Strong strategic thinking combined with hands‑on execution

Excellent stakeholder management and influencing skills

Ability to challenge constructively and coach leaders

Change leadership and transformation mindset

Strong understanding of industrial / manufacturing environments

Data‑driven and analytical decision‑making

Resilience and ability to operate in complex, unionized settings

WORKING CONDITIONS

Regular presence on the shopfloor in a manufacturing environment

Close collaboration with plant leadership and union representatives

Exposure to operational and transformation topics

Limited travel as required

DISCLAIMER

Content may evolve based on business needs

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

• Ability to remain in a stationary position (sitting or standing) for extended periods while conducting meetings, reviewing information, and performing computer‑based work.
• Frequent use of a computer, keyboard, telephone, and other standard office equipment.
• Ability to communicate effectively with employees, leaders, external vendors, and business partners in person, by phone, and through virtual platforms.
• Occasional movement throughout office, manufacturing, warehouse, or distribution environments to support business operations and employee relations activities.
• May occasionally be required to lift and carry materials weighing up to 15 pounds, such as files, documents, presentation materials, or technology equipment.